Author: TIFF
first part
When we first heard about ASUS, we were shocked. Because of its technical advantages and market share, we have to admit that ASUS is successful and magical. But only for companies, not individuals.
It is an idiotic dream to fantasize that you can create miracles in ASUS. From the perspective of probability theory, the probability is about 0.0 1%. Because ASUS is big and stable enough, ASUS will not allow you to do anything out of line. For one of the few super manufacturing factories in the world, what it needs is an order, which is the core content of the factory spirit, perhaps in Taipei headquarters. Asustek's corporate culture is not like this, but in mainland China, Mingshuo, as the largest hardware production department of Asustek today, does not need your whimsy. All he needs is to maintain the operation of this huge production base, and the most important thing is execution. Only with strong execution, as many as 40 thousand workers can act quickly and create benefits and more surplus value for ASUS.
At this time, a standard and an order are particularly important, and the so-called corporate culture we have received in ASUS is a standardization and order, and everything needs to be quantified. This is what Mingshuo has been trying to achieve today, and it is also the essence of Mingshuo's corporate culture. On the other hand, celebrities need to implement a kind of militarized management to maintain this order. Because people are lazy and need norms to restrain them, the core of management is militarized management, which can achieve the lowest cost, shortest time and most obvious effect. However, this kind of management is the most inhuman and runs counter to the "people-oriented" advertised by ASUS.
Militarized management is implemented because it involves the fundamental interests of the company. Without militarized management, execution and good order, the production line will not operate normally, and one person on the assembly line will cause direct economic losses, so the company desperately emphasizes that these are closely related to his vital interests. At this time, everyone should think about where their position is. There are no tricks, no specialties, no so-called technology in the manufacturing factory, only repetitive actions to maintain the operation of an institution, so don't fantasize about how many skills and specialties you can have in the manufacturing factory. Every day's life is 3.1, except going to work, sleeping and going to work. As a social person, you have been out of touch with society and have no socialization. There is no chance to gain much useful experience. You don't need to be professional or good at English here, as long as you can work overtime. Working overtime in a manufacturing factory is the best employee.
Moreover, the supervisor here has a very strange idea that if one day you don't work overtime, someone will definitely ask you, which is strange. It seems that overtime is a matter of course. Here you will see the real waste of education. Undergraduate students trained by the state with a lot of manpower and material resources are doing trivial and repetitive things in the factory. Think about where your major is, and really apply what you have learned. For example, the software talent urgently needed by the country is to do MIS. Does MIS really need a software engineer?
No, MIS is actually an electronic process of an industry, that is, the language application of professionals in related fields. There is no need to require a computer major at all, just a person who knows the operation of the industry and has a little programming training. Real software engineers should be studying algorithms and developing application software. In addition, you can see that the shortage of electronic talents is for PE. The so-called technical department only guides new products, does simple tests, and then does the so-called process. Do you need an EE who has studied in college for 4 years?
The real EE should be to do electronics, circuits and communications, and to do the work that one's professional knowledge can be fully applied. If you come out of the factory one year later, do you think you can still understand difference channel and draw the electrical curves of various MOS transistors? Can you still do DFT calculation? I think the result of most people is that they are willing to do things they can't do, because the work here is too simple and you have degenerated. Whether it is professional knowledge or other aspects, the only thing you need to work here is time. Overtime is a good employee, so there will be a strange phenomenon. People don't work overtime and feel abnormal.
the second part
As we mentioned earlier, it is considered normal to work overtime here. Imagine that all your personal time is gone. What can you do? Don't you think life is sad? No time to recharge, no time to study and no time to enjoy love. All you have is to spend your youth in a boring factory and the cost of education you have invested for years.
Some people are thinking, can't you be a supervisor at ASUS? I didn't mean to hurt you, just look at those people in Taiwan Province province who can't even live. When we set up factories in mainland China, we will close factories in Taiwan Province Province. What about the workers? Are they all kept by the company? Capitalism doesn't seem so good! If there is too much manpower, it will be moved, and there is no factory, so you can see that the R&D center is full and Building 6 has been modified. Can you be a supervisor? Look at the people in Taiwan Province Province who have been transferred before you, and the growing contingent of cadres in Taiwan Province. Do you think you can survive until they retire?
Maybe you can go to the new factory. It is said that Shanghai Nanhui District is building a super-large factory, which is the largest manufacturing factory in electronics (it is said that it can accommodate 65438+ 10,000 people! )。 But have you ever thought that when the Shanghai factory is completed, factories in other parts of the world will close again? What about those people? Where are you going? Are you unemployed? Don't! They will come to the new factory, so you don't have to think about it. At least your condition is not superior to others, because-you are not from Taiwan Province Province!
In Taiwan-funded factories, the status of Taiwan Province people is the same as that of British people in China before liberation. They have all kinds of privileges and conveniences, so you must be behind Taiwan Province people when you are promoted in the mainland. Maybe you will say, doesn't Mingshuo have a mainlander as the class teacher? But you count, how many? Countless fingers! It is not that we mainlanders are not excellent, nor that we mainlanders are not serious. Is it our fault that so many excellent talents leave like this every year? I don't want to comment on this question. Let's take a look at several Taiwan-funded enterprises doing well in the mainland, such as Hon Hai and Qi Ming. Hon Hai, in particular, is localized, so others will put themselves in the mainland's shoes and think about the problem, so Hon Hai can also operate well in the mainland. We should think about why there are so many mainland executives in Hon Hai and BenQ.
Whether a company can finally succeed in other places depends on whether the company has integrated into the local culture and won the hearts of local people. Unless the company only considers immediate interests, of course, we can't deny this, because this is only a manufacturing base. If in other parts of the world, as long as the government price is lower than our lovely Suzhou government, I believe the factories here will close soon, so don't think about anything else. People just take a fancy to cheap land, rich resources, especially cheap human resources. People come here for only one purpose-to make money! So don't think that the company is a charitable foundation.
We can imagine, if one day, the land in Suzhou is very expensive and the consumption is very high, and there are more abundant resources in other parts of the world, what do you think ASUS will do? How much output has become the highest interest of executives, and the rest is empty talk. This is a top-down idea. How much do you think you can cherish and care for employees in this atmosphere? If you really cherish and care for employees, there will be no sudden death of employees, or homelessness, freezing to death in the streets, and there will be no series of online strikes. If you go to the plastic products department of our company, you will know what kind of environment employees work in and what kind of protective environment they work in.
Because the core departments are all in Taipei, there is nothing they care about here. Their only concern is how much money they can earn here. So don't expect too much. Even though the company has always claimed to localize and transfer all its core institutions, it is just talk. Do you really think it will move here? Do you think his so-called research and development in Chinese mainland can really work? At least so many models I am responsible for are in direct contact with Taipei. From stage to stage, I have never had any cooperation with the so-called R&D department in Chinese mainland. What mainland R&D does is actually just a handyman, just a handyman more advanced than a factory. Maybe you will have other ideas and think that what I said is a bit extreme. But that's what I saw, at least on the surface.
Therefore, the localization advertised by the company is only a slogan, and the care and cherish for employees is only a verbal voice. Is it really done? Don't! What they really do is Costdown, because the core content of the factory is costdown, because there is no intellectual input here, only machines operated by people who are treated as machines and people who are treated as machines, so the goal of the factory becomes to complete the highest production capacity at the lowest cost, so costdown has become the most important assessment content for every supervisor. How much did you spend and how much MT did you make? Go to the workshop and have a look. That kind of noise and dust are slowly eroding the lives of weak young people like poison. However, the great company that cherishes and cares for its employees canceled the subsidy for SMT employees to work in special environment. The company would rather spend millions to hold a sports meeting than waste some resources on employees, because holding a sports meeting is equivalent to advertising, but there are many people. If you don't do it today, it will still be crowded tomorrow. There are many people coming, so why waste unnecessary resources.
If the company is considering the long-term interests, it should not have such an idea, taking into account that people's hearts are antagonistic. Therefore, many people who go out from ASUS today are potential consumers of ASUS in the future, and some even customers of ASUS in the future. What does ASUS look like in their eyes and in their mouth? Is tomorrow's ASUS what people want them to say? Our supervisor should consider this issue, considering that ASUS has a long way to go in the future, not today's petty profits, but the future market of the whole mainland.
the third part
Isn't our boss always talking about implementing the giant lion plan? In other words, the company has high requirements, covers a wide range and needs industry diversification. It can be understood that this idea is the general trend. Now the electronics industry has shown a trend of diversification, multipolarization and saturation. In this climate, only big trees are not easy to fall down, because only industrial diversification can make them more competitive and lose a corner. But let's think about how diversified the factory can be. Only the core departments such as sales, R&D and PM will feel this diversification. Everything is the same for the factory, and we only have the right to follow up.
Everything is done in Taipei, and I don't feel diversity at all. We all follow other people's decisions and designs. We need to confirm a small problem in Taipei, and there are many so-called processes. The so-called authority is restricting us. From the beginning, we were told not to deviate from the rules and regulations of the company. And the company has never planned for mainlanders. Maybe they thought about it, but it was just an idea, and some people didn't even think about it. Didn't one of our vice presidents make it clear when answering a reporter's question? He will not deliberately develop in the direction of localization. When the time is right, he will give it to mainlanders. Look at what he said. He didn't even bother to lie. He has made it very clear that he will not deliberately develop in localization. Where is the opportunity he said, and the mainlanders have left? Wait until the Taiwan Strait goes to war?
There is no concept of localization in their bones, only money. Their ideas are the ideas of capitalists. In Marx's words, capital is fanatical and desperate for surplus value, and the highest interest of capital is to pursue the maximization of surplus value. This is the core content of so-called localization. Their so-called localization should only be the localization of factories and operators, because it can save more resources. The mainland is rich in manpower and electricity supply. Do you think undergraduate and junior college can really make a difference? Can you really make full use of your major? Can you really release your energy? Can you really reflect your greatest life value?
Wrong, you are wrong, people have made it very clear, don't deliberately, just do odd jobs first, and wait until the time is ripe. When is this time? I can tell you that you can't wait this time.
Why should I say that you can't wait for that opportunity? Let's look at another question first. You can calculate how much education and training you have received since you came in. Think again about whether the education and training promoted by the company is really sustainable. Is it really possible? I will ask a simple question, asking all PE how much theoretical training you have received.
In Taipei, engineering engineers have special lecturers provided by RD every week. What about us? What have we done? What training have we received? The little training I received didn't involve much technology at all. Let's ask a simple question. How many of us can figure out the wiring and working principle of HighspeedPCB now? Can anyone clearly explain why PCB should lay the power supply on a special layer? How can capacitors used for step-by-step filtering achieve greater bandwidth? How to calculate the inductance between capacitors when wiring to achieve the best filtering effect? We haven't received any training.
In fact, we have no theoretical training at all, so we can't compete with others no matter how long we stay. We may be stronger when we came in, and our grades in school are better, but what can we do if we work here for a year? If we don't read books every day, it is estimated that we have forgotten the professional knowledge of the school. When we want to go back to technology, we suddenly find that the circuit doesn't understand, the protocol is forgotten, and English is degraded. When do you think we have to wait? At this time, some people will say that mainlanders can't take over, and they will tell you that you have to do odd jobs first. We have already transferred people from Taipei. Not yet! Look at the final result. Not yet. Hehe, wait. Is his so-called timing out of reach?
Why can't we get good training? Why can't the company give us training? Because the core organization is in Taipei, because the company does not deliberately localize, and because RD is in Taipei, there is no local R&D department to really support you. Do you think you can fly to Taipei for training often? It seems a bit impossible.
Without opportunities for sustainable development, there will be no opportunities for growth and talents will not be retained. IBM employees spend a lot of time in the classroom every year. Have you heard how many people have left IBM? Rarely, only he fired others, and not many people left voluntarily. In ASUS, you can see the scene of 100 people queuing during the planned economy period, but that's not a mall discount, that's ASUS leaving! What a shock!
The most serious consequence of brain drain is the quality problem. How big is the gap between the operator who just came in and the skilled operator who has worked for two years? The direct result is that many processes are poor until they are scrapped.
What is even more frightening is that on the one hand, there is a shortage of manpower, on the other hand, people keep leaving their jobs. I believe many people work overtime until 10, 12 or even 2 am every day. Because of ASUS's employment strategy and value orientation, it is generally to recruit fresh graduates. By July and August every year, the old employees have gone a lot, but the new ones have not been supplemented, cultivated and trained.
Tired is a common word among ASUS people. Overtime is their daily life. What is hateful is that ASUS especially likes to recruit interns, because their prices can only attract fresh graduates, and their rhetoric can only deal with fresh graduates. People with work experience rarely come to ASUS to waste time, and they can pay a lot of money, which is a new discovery of Costdown for the company. Every time we mention costdown, our executives will be extremely excited, and even more frightening is that a vicious circle has been formed.
Resignation, recruitment, resignation, a terrible vicious circle, on the one hand, more and more immature faces get involved, on the other hand, depressed faces leave. Once a reputation is abroad, it is difficult to change it. Now many colleges and universities in Wuhan and other places have already known the situation of ASUS, and the ASUS mentioned by the resigned population is also widely circulated. Asustek's first step in the mainland has been doomed to failure, and it began to face the problem of recruiting people and began to have a headache for lack of manpower. And the more you don't want to improve, the more difficult it is to improve later. The more I don't want to improve deliberately, the more I can't improve. Employees don't trust the company, and the company has repeatedly reduced costs and imposed high-pressure management. So when can the contradiction between these two aspects be improved? When his so-called time is right, I'm afraid it's daydreaming.
Out of reach. Personally, I think the so-called opportunities should be the right time, location and people. Now the mainland is politically stable and public security is good, but it is the right time; Suzhou has a canal, with Shanghai airport and seaport outside, which is a favorable location. But what about harmony? Where is Renhe? People are in the heart, and if people are gone, will there be peace?
Sadness is greater than heart death, followed by human death. Asus should wake up! The heart is gone. What do you think is left? Only mobile employees, deteriorating quality, and an increasingly vicious cycle. Now ASUS's "rock-solid" in the market has long been exposed! Think about it, if this situation continues, can ASUS really achieve the quality he said in the future? What is the support of his great ambition, and what is the completion of his big lion plan?